Discussion on Succession Planning
I would like to initiate a healthy discussion on the topic of Succession Planning. Firstly, I will share the objective of starting this discussion. I work for a manpower consulting organization at a mid-level in the UAE. Here, the composition of the team is different compared to India. It is a medium-sized organization with the potential to expand its business to a larger scale.
At this point, I am interested in understanding how we can implement the concept of succession planning to tap into the high potential of internal resources to fill key business leadership positions within the company.
With that in mind, please share the initial steps I should take to make people feel valued in this process (increasing the acceptance factor for execution) and to begin identifying and training them.
Many Thanks,
Regards,
Vidyalakshmi KV
From India, Madras
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I would like to initiate a healthy discussion on the topic of Succession Planning. Firstly, I will share the objective of starting this discussion. I work for a manpower consulting organization at a mid-level in the UAE. Here, the composition of the team is different compared to India. It is a medium-sized organization with the potential to expand its business to a larger scale.
At this point, I am interested in understanding how we can implement the concept of succession planning to tap into the high potential of internal resources to fill key business leadership positions within the company.
With that in mind, please share the initial steps I should take to make people feel valued in this process (increasing the acceptance factor for execution) and to begin identifying and training them.
Many Thanks,
Regards,
Vidyalakshmi KV
From India, Madras
Acknowledge(0)Amend(0)
Dear Vidyalakshmi,
You have provided details of your requirement. Good. Nevertheless, to give a proper reply, we need even more details.
Nature of Your Business
The nature of your business is "Manpower consulting." Does this mean that you are involved in recruitment only, or is there something else you do as well?
Succession Planning
The heading and the first sentence of your post mention "Succession Planning." Whom will these staff succeed? When will they succeed? What designation will they hold in the future? What is their current designation?
Company Growth and Leadership Development
The second paragraph of your post talks about your company growing. Does this indicate that you aim to train your mid-level managers for higher positions? If so, you may not need succession planning per se, but rather grooming leaders internally.
Internal Resources and Potential
The third paragraph of your post states, "I strongly believe the internal resources have high potential to fill key business leadership positions in the company." These are your perceptions. What about their views? Do they see themselves as capable of holding higher positions? Do they have the zeal to grow or lead? Have you mapped their present and future competencies? If so, how did you do that?
Management Buy-in
Lastly, is this your own initiative, or do you have buy-in from your management?
I can assist you with this. However, will your management be willing to hire a consultant from outside? Please check and contact me.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
Acknowledge(0)Amend(0)
8072You have provided details of your requirement. Good. Nevertheless, to give a proper reply, we need even more details.
Nature of Your Business
The nature of your business is "Manpower consulting." Does this mean that you are involved in recruitment only, or is there something else you do as well?
Succession Planning
The heading and the first sentence of your post mention "Succession Planning." Whom will these staff succeed? When will they succeed? What designation will they hold in the future? What is their current designation?
Company Growth and Leadership Development
The second paragraph of your post talks about your company growing. Does this indicate that you aim to train your mid-level managers for higher positions? If so, you may not need succession planning per se, but rather grooming leaders internally.
Internal Resources and Potential
The third paragraph of your post states, "I strongly believe the internal resources have high potential to fill key business leadership positions in the company." These are your perceptions. What about their views? Do they see themselves as capable of holding higher positions? Do they have the zeal to grow or lead? Have you mapped their present and future competencies? If so, how did you do that?
Management Buy-in
Lastly, is this your own initiative, or do you have buy-in from your management?
I can assist you with this. However, will your management be willing to hire a consultant from outside? Please check and contact me.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Career Development&suc cession planning.ppt
Human Resource Development [1].pdf